Finding a Good Position in the Human Resource Field - Essay Example

Home Human Resources [Type the document sub [Type the [Pick the Introduction Human Resources refer to the set of people who joint together in forming an organization, an economy or the whole business sector. The word Human Capital is often considered as the synonym for human resources. Moreover it includes manpower, talent, labor or people. These words are also often taken as the same to human resources. The management of an organization is what is often taken as the “human source” of the business. The people under the Human Resource management of the business aim at combining together the skills and the abilities of all the employees. They are to bring people together and help them in performing the tasks that have been assigned to them. The solutions to problems that arise are to be given by the people involved in the Human management Department. From the point of view of the business itself, the employees of the corporation are considered as the assets of the company (HARRIS & DESIMONE, 1994). Role of an HR Manager For becoming a proper manager in the human resource department it is necessary that the leader is taking note of the demographics, diversities and the skills and qualifications that are essential. Demographics refer to the characteristics of the whole workforce. The gender, age and the social class of the population is included under this. Diversity refers to the changes that are present in the working population and the total workforce of the economy. The need of graduates increases over time. The reason is that best skills and qualifications are required when the business is being monitored through the eyes of the human resource department. Human Resource department is the key of the whole organization, although it is usually known for recruiting and employing people in the organization (Jay & Dwi, 2000). In addition, explaining the company benefits, managing the employee’s salaries and relations, presenting an estimated productivity rate and providing career development opportunities are all categorized under the work that has to be performed by the human resource management department of an organization. Many Human resource roles deal with the strategic and functional management of the organization combining the whole lot of talent and experience that is available. There are different pathways that can be considered by each one of us when we are deciding over choosing the right career line in the Human Resource department. It should be kept in mind that the workers who are part of the Human Resource department are often seen working in the higher levels of the organization. Workers have reached the positions of being the CEO (Chief Executive Officer) of a certain organization. Classifications of Careers in HR There are two basic classifications in the Human Resource career choosing. HR generalist and HR specialist. The choice of choosing between the above mentioned options depend on ones own choice, the type, nature and the size of the organization to be specific. The HR generalist has to handle a broad level of responsibilities. These responsibilities involve not only developing and training the employees at each and every stage but also the staffing of the organization (Nancy, 2014). Furthermore, the HR generalist has to control the maintenance of an equitable and fair compensation program along with a diverse workforce. Adding further, the responsibilities include planning of ways to meet the future needs of the human resource, making sure that the internal programs and policies obey the laws that are subjected to the work place and lastly develop personnel procedures as well as policies. The position of the generalist is termed as the personnel assistant or the human resource. The main function of this post is to support and aid the work of the entire department. Some examples of the generalist jobs include HR department or branch manager, chief HR officer, HR business partner, HR generalist, chief HR officer and manager (Armstrong, 1992). . A large organization would require certain specialists who possess technical skill and knowledge regarding different areas of the human resource management. These specific areas within which entry level positions usually fall include the following five. Opportunities and chances in the following areas are more beneficial in the larger organizations mostly. The position of workforce and employment is most commonly termed as the recruiter or the interviewer (ENZ, 2009). The basic work that is performed in this entry level position involves the interviewing of the applicants, assisting with the conducting background investigations and also the implementing of the organizations recruiting strategy. Furthermore, the jobs performed by this level of post contain administering the re employment tests along with the promotions and terminations. Certain examples of this entry level job titles in this specific area are the recruiter, staffing specialist or the manager also the chief talent manager that is also termed as the officer, recruitment and retention specialist otherwise called the manager (Dreher & Dougherty, 2002). . The common entry level position may be that of orientation, training or on board specialist. The major responsibilities that are to be fulfilled by the manager are administering on the job training programs, conducting the training sessions and the maintenance of the important record of the employee participations in the numerous training programs held in the organization (Price, 2007). Also, the major responsibility of the manger in this entry level post is the evaluation of the training programs. The training responsibilities mentioned in the above text comprise of certain specific fields. These involve the safety programs as well as the sales techniques. The most important activity in this entry level post is the career planning and counseling. However, along with this, the responsibilities for the human resource planning as well as organizational development hold immense importance. Examples of this post that are specialized in this area of specificity include trainers, leadership development specialist or manager, employee development specialist or manager and at last the organizational development (OD) specialist or manager (Woods et al, 2012). In the employee and labor relation sector, the entry level positions consist of not only the employee relations specialist but also the plan personnel assistant and the labor relations specialist. In cases of the union environments, the accountabilities of the workers include the aiding in the negotiating of collective bargaining agreements as well as the interpretation of the union contracts (BOXALL, PURCELL, & WRIGHT, 2008). Furthermore, it includes that the grievances be resolved and the supervisors are advised along the course on the union contract interpretation. While talking about the non- union environments, the major work is to be performed by the employee relations specialists. They perform a large variety of generalist duties which deal with the employee involvement and employee grievances. Also they deal with the employee engagement programs and other relations work. Examples of titles in this specialty area are manager or director; employee advocate along with manager of labor relations and performance management specialist (DeCenzo & Robbins, 2005). When a particular person is choosing a potential path for the future, there are more than several paths to choose from. The interested individual could start working and continue to work through the department until and unless the individual touches the post of the board level or the senior management (Walker, 2013). Similarly, another option for that individual would be to become a self- employed HR consultant. Here the individual would have to perform the task of assisting as well as advising several different organizations on different issues. These could include the particular policies along with the different procedures that are posing a problem to the organizations staff and employees (TOM KEENOY, 2011). Apart from the above mentioned options, the interested individual could begin by carving out as a career trainer. In this post, the individual will identify the specific training needs as well as trainer where they would identify the particular training needs of the interested people along with develop the training programs (Malhotra & Birks, 2007). . Personal Career Plan There are different roles that one must perform before reaching the top scale of the Human Resource department. My dream job is to become the HR department director. The list of posts that I would have to avail start with an assistant to an officer, then to the recruitment officer. This moves further towards the training officer who can then help in increasing the post, finally to the manager and the director of the Human Resource department. At first I will achieve the post of a HR assistant who handles all the documentations. Paper handling is done by the assistant. The next job would be to become the HR Officer. Recruitment, payroll, training, induction, sickness and absence tracking, disciplinary and grievance procedures, redundancy settlements, equal opportunities and establishing staff support systems are all under the HR officer. Te third job would be to act on the post of the Recruitment Coordinator. Arranging and advertising vacancies and applications is what the recruitment officer does. In addition, short listing of the candidates, job interviews are also his responsibilities. The fourth and important task would be to act as the training Officer. The arrangement of the training programs with in the organization and outside the organization are what the training officer has to do. The next job that will help in achieving my dream job would be to become the HR Manager who plays a strategic role involving a range of policies, processes and practices relating to the overall business needs of the organization. Involved with overseeing others in the HR team and the delivery of their responsibilities in addition to employee welfare, salary reviews, and employment law (Dessler, 2013). . There are many job opportunities for those who are the holders of a good human Resource degree. With the help and use of best training opportunities and well planned job search, good HR professionals can be of help in creating a satisfying career. The Human Resource industry has been dealing with a lot of changes throughout. Some time before from now it was accessed that the work of the Human Resource department was not much in comparison to what the department has to deal with now. There are different opportunities, in different ways that can provide the chance of producing variety of options for the new graduates to choose from. The skillful unemployed people are considered more now days and are also offered good training incentives as well. The employee welfare laws and employment laws formed by the government are also very important and therefore, when employers are recruiting people they keep in mind the necessary facts that are well understood by every job seeking person. Some of the major reasons why people prefer the career building in the Human Resource department is that they can be moved to other parts of the organization as well. Strategic business decisions can also be discussed with the Human Resource specialists. It is generally believed that the whole organization is well established and coordinated if the Human Resource department is well joint. One of the most important task in Human Resource is building a well established career. Building a strong relationship between the two is equally important. There are many ways of doing that. Firstly, the goals and aims of oneself must be clearly identified. Others must be listened to and there work must be noted as people might have better ideas than we have to offer ourselves. The colleagues and the bosses should be observed thoroughly. Question of what they are doing and how they are reacting to situations must be clearly answered and their experience should then be made use of. Moreover, the career goal must be shared and talked about with the supervisors and the colleagues because they might have better ideas and suggest you some good points. Professional contacts must be made and kept, mentors and coaches should be taken help from and friends and family should also be involved in decision making over a career line. I have decided on considering the Human Resources because there is a high scope in the today world for students who are interested in Human Resources. I have a motive of achieving promotion through personal improvement and overcoming the difficulties that may arise. Career development and personal fulfillment is my ultimate goal and objective. By following the path that I have planned for my personal development I can reach to a higher post and earn a better position in the organization. I believe in using the SMART objectives in building my career. I would specifically like to reach to the post as the Director of Human Resource Department. The objectives I want to achieve are measurable as it will only be possible by using the five posts that will help me in to reaching the desired job of the director. I have accessed my capabilities and believe that with concentration and hard work, I can achieve what I have planned for and it is hence, achievable as well. Moreover, the plan is realistic as the aim seems good enough as the career progressing takes time and impressing the rightful mentors matters a lot in this case. The time scale of the goal I have yet to reach too is based over a time period of 12 to 14 years. Concluding Remarks Finding a good position in the Human Resource field is similar to finding jobs in other sectors of the business community. Online sites are present for everyone to have free access towards good and healthy career building jobs. However, there is a specific web site that only lists out job opportunities for those who are unemployed in respect to the Human Resource category. Human Resource professionals all have different educational backgrounds. Although, when building a career, 4 years of education is very important. Education is necessary in all the fields and since, human resource management is part of the business degree, it is important that the education is well captivated and made use of. Therefore, an advice for the new graduates from college is that if they want to excel in the Human Resource department then they should make sure that all aspects such as management, recruitment, training and compensation must be well learnt and understood. Large companies offer workshops to graduates at times and it is therefore, that all students are advised to take part in such programs and learn off from other graduates and the training that they are part of. Certifications such as Professionals in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) should also be considered but only for those graduates who have completed their sixteen years of education and are entering the Human Resource sector of the economy. It would help in boosting up ones career along with helping in settling when a person shifts from one section of the organization to the other. References: .Jay, K., & Dwi, S. (January 01, 2000). Customer loyalty in the hotel industry: the role of customer satisfaction and image. International Journal of Contemporary Hospitality Management, 12, 6, 346-351. Armstrong, M. (1992). Human resource management: Strategy & action. London: Kogan Page. DeCenzo, D. A., & Robbins, S. P. (2005). Fundamentals of human resource management. Hoboken, NJ: Wiley. Dessler, G. (2013). A framework for human resource management. Upper Saddle River, N.J: Pearson Prentice Hall.Bottom of Form Dreher, G. F., & Dougherty, T. W. (2002). Human resource strategy: A behavioral perspective for the general manager. Boston: McGraw-Hill/Irwin. ENZ, C. (2009). Human Resource Management. Cornell Hospitality Quarterly. 50, 578-583. HARRIS, D. M., & DESIMONE, R. L. (1994). Human resource development. Fort Worth, Dryden Press. Malhotra, N. K., & Birks, D. F. (2007). Marketing research: An applied approach. Harlow: Prentice Hall/Financial Times Nancy Woolever. (2014). Careers in Human Resource Management PETER BOXALL, JOHN PURCELL, & PATRICK M. WRIGHT. (2008). Human Resource Management: Scope, Analysis, and Significance.s Price, A. (2007). Human resource management in a business context. London: Thomson.Bottom of FormTop of Form TOM KEENOY. (2011). Human Resource Management Walker, J. R. (2013). Introduction to hospitality management. Upper Saddle River, NJ: Pearson.Bottom of Form Woods, Robert H., Johanson, Misty, Sciarini, Michael S., & American Hotel & Lodging Educational Institute. (2012). Managing Hospitality Human Resources (Ahlei) Access Card. Pearson. Read More